This is a summary of benefits only. For details and requirements, please ask Human Resources for the plan document, ECCAAUP collective bargaining agreement (CBA), employee handbook, or other documentation.
Benefit |
Cost |
Eligible |
About the Plan |
|---|---|---|---|
Medical Insurance |
College pays 75% Employee pays 25% |
1st of the month after date of hire |
Hospital and medical services through Harvard Pilgrim Health Care (CBA 16.3.3) |
Dental Insurance |
College contributes cost of Individual coverage under Base Plan towards all plans and coverage levels. Employees pay difference. |
1st of the month after date of hire |
Diagnostic, preventive and restorative services through Delta Dental of Mass. (CBA 16.3.3) |
Short Term Disability |
College pays 100% |
After three months of qualifying service |
Following two weeks of disability, the College continues to pay 100% of salary up to 180 calendar days in any 24-month period. Coordinates with state mandated benefits. See Leaves of Absence and Time Off webpage for more information. (CBA 14.1.2) |
Long Term Disability |
College pays 100% |
After six months of qualifying service |
Following six months of disability, a monthly income of 60% base salary up to max. benefit. Duration is based on age at disability for a bona fide leave as defined by the plan. |
Group Life Insurance |
College pays 100% |
After one year of employment |
Life Insurance equal to twice base annual salary, to a maximum of $700,000. At ages 70 & 75 the coverage amount is reduced. (CBA 16.6) |
403(b) Tax Deferred Annuity Plan |
100% voluntary contribution |
Upon Employment |
Faculty member may contribute on a pre-tax basis to Transamerica. |
Retirement Plans |
College contributes 9% of Salary Employee contributes 3% of salary |
After one year |
403(b) Annuity Plan: Faculty member must contribute (condition of employment) on a pre-tax basis to Transamerica. (CBA 16.2.3) |
Flexible Spending Accounts |
Employee pays 100% |
1st of the month after date of hire |
Pre-tax health and dependent care reimbursement accounts |
Subsidized Parking |
College subsidizes the pooled cost |
Eligible on date of hire. |
College subsidizes pooled cost at Boston Common Garage. Not eligible if receiving benefit under subsidized transit plan. (CBA 16.14) |
Transportation Benefit |
College subsidizes up to $42.25 per month |
Upon Employment |
College subsidizes up to $42.25 of public transit orders on WageWorks. Alternately can elect Blue Bikes annual subscription 100% covered by Emerson. Not eligible if participating in subsidized parking. (CBA 16.15) |
Tuition Benefit For Faculty Member |
College pays 100% |
Next Registration |
Up to 4 credits per semester for Emerson courses (CBA 16.10) |
Tuition Benefit for Spouse |
College pays 100% |
Next Registration |
Up to 4 credits per semester for Emerson courses (CBA 16.10) |
Tuition Benefit for Employee’s Child at Emerson College |
College pays 100% |
After two years of service |
If accepted into Emerson College, full tuition for any of the College’s degree programs (CBA 16.10) |
Tuition Benefit for Employee's child at other colleges |
College pays $2000 |
After two years |
Emerson reimburses tuition paid to another accredited college. (CBA 16.10) |
Tuition Benefit for Employee’s Child through Tuition Exchange |
Varies by Institution |
After two years, may apply for scholarship |
If awarded a TE scholarship, child may attend a participating institution with free or reduced admission. |
COBRA |
Employee pays 100% |
Upon termination of employment or qualifying event |
Continuation of health and dental for employee and/or covered dependents (CBA 16.5.3) |
Employee Assistance Program |
College pays 100% |
Upon Employment |
Evaluation/referrals; family/emotional issues; child & elder care, etc. |
Learn more about additional benefits »
Faculty Members, their spouses, and dependents are responsible for any tax consequences resulting from benefits received by them from the College. (i.e. graduate courses)
If you have any questions, please submit a request.